Professional Documents
Culture Documents
Chapter 6
Jobs and Job Analysis
2009
Overview: Approaches to Deal
with Jobs
• Workflow Analysis – ensuring that work is
effectively divided into jobs.
• Job Design – improving jobs for motivation or
efficiency.
• Teams – using group inputs when appropriate.
• Alternative Scheduling – improving jobs for
flexibility or retention.
• Job Analysis - systematically identifying what is
done in the job.
• Job Descriptions and Specifications – product of
JA identifying TDR & KSA.
Workflow Analysis
Closed System
Workflow Analysis
• Work Sampling
• Employee Diary (Job Log)
• Considerations
• Goals of the organization
• What workers do to achieve those goals
• The level and orientation of what workers do
• Performance standards
• Training content
Occupational Information Network
Job Specifications:
1. Education, high school graduate or equivalent.
2. Experience with IBM® compatible personal
computer data entry.
3. Knowledge and skill in using Excel® spread
sheets.
4. Knowledge in operating laser jet printers.
5. Ability to take instructions and pay attention to
detail in data entry and maintaining log books.
Job Description and
Specifications
Disclaimer:
1. The company reserves the right to change the content
of this job as needed.
2. This job description in no way, implicitly nor
explicitly, contractually binds the company to a
permanent relationship with the employee.
Legal Standards for Job
Analysis
1. Job analysis must be performed on the
exact job for which the selection criteria
are used.
2. Job analysis must be in written form.
3. Job analysis must be able to describe the
job in question and its relevant procedures.
4. Data must come from several up-to-date
sources.
Legal Standards for Job
Analysis
5. Data should have been collected by an expert
(either internal or external).
6. Tasks, duties, and responsibilities must be
clearly identified.
7. Amount of competency required at the entry
level must be clearly defined.
8. KSA must be shown to be essential for job
accomplishment.